To ask what you think is fair in this situation?

[Spookytoast]

Person A manages 3 people (B, C, and D).

Person B was on long term sick due to stress, but has been back in the office for almost a year, with reasonable adjustments made for their condition. Before going on sick leave B was underperforming and was subject to performance improvement measures.

Persons B, C and D are all contracted to do the same job at the same level.

Since returning to work, Person B hasn’t been working at the level they are paid for, partly due to them underperforming at a the Lower level work (which was supposed to be just to ease B back in).

There is a new upcoming project which person A must decide who to put in charge of. B and C both really want the project. B really needs to start performing at the higher level again in order come off the performance management scheme but A isn’t sure B will be able to cope with the work. B really wants the project to prove that they are still able to work at that level and have felt demotivated working at the lower level, hence the underperforming. C has worked extremely hard this year to prove themselves and A would feel bad overlooking C for this opportunity when they are more than capable.

However A is under a lot of pressure from B and HR to give the project to B so they aren’t disadvantaged when it comes to performance reviews. A is also worried about discriminating against B due to her condition.

What would you say is fair in this situation, and what advice would you give to A, B and C?

Surely it must go to the person who has demonstrated that they are fully capable of undertaking the project. B has been back a year and in that time has not got up to speed so the project should go to C.

Has no-one spoken to B about her under-performance? Do you not have annual appraisals in your company?

I would check with HR that if project is given to B, but they don't manage it, does it mean they can be "managed out"?

I’d get them to work on it together with B taking the lead on the understanding C will step in if there are problems

You know what?

I've been C in a scenario like that. Working above my required capacity/workload, and being asked to jump in if when B can't cope.

It's shit.

The uncertainty is shit.

The extra workload is shit.

The having to watch someone fuck up tasks (even when they have 'reasonable accommodation') , and then having to step in & do damage control. And take the blame, because you are actually compassionate about B's MH problems, and so can't & don't want to, point the finger.

It's shit when your empathy and compassion for your colleague B (because you try to be a good human) are seen by B as "favours."

Being C is shit.

Give the task to C - because s/he will be doing it any way.

Set standards for B to perform to. "Reasonable accommodation" doesn't mean "not doing the job you're paid for." It means thinking through and implementing reasonable adjustments which allow the person with a disability to perform the job to the required standard. Not "not able to do the job they're paid for."

B is taking the piss by underperforming.

Being C in the scenario above is just shit.

From a C.

CCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCCC......

....... C

Yep, give it to C. I’ve been stuck doing a lower level job than I’m capable of, I’m pregnant and exhausted with a non-sleeping toddler and trying to manage mild depression. I could have been B. I made an active choice to step up, I took on extra stuff beyond my role that ended up visible in some high places. I’ve just been progressed back to my original pre-reorg level and given an awesome project despite them knowing I’d only be on it for 8 weeks before Mat leave. I’m now trying to prove that they made the right choice! I’m afraid if B wanted the chance she needed to behave in a similar way, step up and look for opportunities not whinge that she was demotivated and use that as an excuse for poor performance.

C

B is saying she’s unmotivated by the lower grade work...that shit doesn’t wash with me. Do whatever you are assigned with good grace and to the best of your ability or don’t expect to get promotions/more interesting work etc.

Make sure the letter of the law is followed so there’s no comeback.

I'd give it to C - they have worked hard and proved themselves capable.

I can feel sympathy for B - suffering from stress must be awful but it sounds like a lot has/is being done to support them and they are not yet up to taking on a large project.

Please give it to C.

”I think some posters on here need to remember that stress is a mental health condition and, if it's long term and substantially affects an individual's ability to carry out day to day tasks, it can be considered a disability. This could apply in B's case.”

Yes indeed it could. And giving B additional work/additional responsibility isn’t the answer!

C. No doubt.

Urgh... this sounds exactly like where I work. The ones who know their 'rights' get pandered to constantly and the real hard workers get nothing. Lots of eye rolling here from me. Really feel for you op x

I'm in no way downplaying stress or any other MH or other condition by the way, but if you are bad at the job.... which is what op seems to be saying.... then why be rewarded?

OP
I’m genuinely jntersted. I thought I would get more posters being supportive of B too

Really? 😉. C'mon, the way you have written your OP makes the choice obvious.

Does stress count as a disability, then?

Any long term MH condition is recognised as a disability. Does open many doors to assistance though IME!

I’d get them to work on it together with B taking the lead on the understanding C will step in if there are problems
So B (the under performer) gets promoted above C (the hard worker). But then C still has to do all the work. How is that fair? If I was C I’d tell B and A to get stuffed - if you want C to do the work it should be C’s project.

As pp have said this resonated with me too. I'm in the C boat picking up the slack whilst others get panderd to. I try to be understanding but it's very draining. And like this example the problems existed prior to bouts of illness and subsequent diagnosis. Sadly my A is a very poor manager and is bordering on bullying/harrassing B with me in the middle. Messy.

I didn't mean just B is 'pandered to' (I do appreciate it's very delicate but they have openly said they don't care about the job), there's others in a wider team with other line managers who hold the cards.

It’s not a promotion though, is it?

C would get it.
Explain to B that the reason for low level stuff was to ease back in. However, after 12 months, the easier stuff has not been completed to a satisfactory standard which should be very straightforward for someone with their experience so you are a little disappointed. Until they perform to the required standard, you cannot risk the high level projects. As a trial to prove their commitment, you could remove a mid range project from C and let them run with it to see how they do.

Does this boil down to B worrying about the size of her bonus? Not getting the challenging work so not eligible?

Just saw after I posted that B was off for most of 2017 and so PIP rolled over to 2018, so forget my comment re management of the PIP.

But I still say C,and now, having read further OP updates, would be looking to manage B out on capability issues.

C for sure. C should not be punished because B isn't up to scratch and is asserting her 'rights' regardless of actual capability

B can't do the work for whatever reason. What kind of person would expect to be handed this when they can't do the lower level stuff? She needs to go completely.

It’s fair to give it to C.
Advice to A - Are HR tactical and hoping to demonstrate that B will fail if given more complex work so that B can be dismissed for capability reasons? That would be the only logical reason to give B the work as there is little faith that they can do it and it is likely to unravel and irritate C. I would give the work to C - unless A wants to demonstrate failure with B for the purpose of the PIP and they are happy to deal with the fallout from the project failing.
I would not advise B to do the work unless they are very motivated to make a success of it and they are sure they can do it without support.
I would advise C not to help if it’s assigned to B, and to look for other work.

If B wants a big project to improve their performance review/ bonus is remind them that project allocation is based on performance. So it’s not really a management decision, it’s a who is showing they can do it decision. And it’s not a good reason to give someone a project. How would B feel if that happened to them?

YesB may be going through a rough patch but if they are receiving support then it’s up to them to show they have the capacity to do the work

Definitely C.

C! B is shit!